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very important thread from Anjuan @anjuan/1517097069546254337Permalink
❤️ 3 Favorites Mood +2 🙂
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When I'm hiring, I don't only think about signal-to-noise ratio for the hiring criteria, but also the comfort-to-stress ratio for each candidatePermalink
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I would argue that the signal/noise of a resume walkthrough does not justify the risk to comfort/stress for the candidate for two main reasonsPermalink
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1. As Anjuan points out, it can be very stressful. For some folks, it could even be a toxic experience 2. It's not even a good signal/noise exercise anywayPermalink
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As a hiring manager, and as a retention manager (hint: if you manage anyone, you are also a retention manager), you must internalize that people leave and accept jobs for a myriad of reasons and those reasons are dynamicPermalink
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When I interview candidates, I don't care why they took or left previous jobs (or their current job), I care why they want to take or leave their next job, that is, the job I might offer to them, and that they might takePermalink
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So I ask 3 things in the first call 1. There are many jobs to apply to, what attracted you to apply to this one? 2. As you go through the hiring process, what might make you think "this is not the job for me"? 3. What is most important to you in deciding this is the right job?Permalink
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I've heard many things over the years. Sometimes that does filter them out, sometimes it energizes them and gets them excited to continue the process. Sometimes they don't really want to talk about it and just see what happens in the future stages, that's fine, tooPermalink
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The important thing is that they see that I understand a career change is their decision and I'm going to help them make that decision based on their wants and needs, not just push them through a process that only benefits my need for signal/noisePermalink
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See also @piannaf/1514814288052989952